If employees voluntarily leave a company because of professional dissatisfaction, 70 percent of the time this has something to do with the management, either directly or indirectly. The US market and opinion research institute Gallup came to this conclusion as early as 2017 after a large-scale survey. But how do bosses scare off their competent employees?
# 1 No time
The appointment calendar overflows, there is often no time for a nice chat with the employees, everyone understands that. But those who constantly reject inquiries with the reason “no time” quickly appear aloof and disinterested. At some point, employees no longer dare to approach their boss with creative ideas or problems. If there is not even a minimum of personal contact, employees identify less and less with the face of their company and thus with the company itself.
# 2 Don’t make decisions
Most of the responsibility rests on the boss’s shoulders; if he makes the wrong decision, the consequences can be devastating. But that doesn’t mean that you can avoid it. A boss must decide quickly and consciously and must not appear indecisive on the outside. Otherwise, the insecurity will also spread to the employees.
# 3 Don’t keep your word
So today, so tomorrow? A boss who does not keep his word and regularly changes his mind not only causes uncertainty among his employees, he is also soon no longer taken seriously. A respectable leader should be as authoritative and consistent as possible so as not to undermine his own authority.
# 4 Don’t listen
Bosses are used to being in charge. But if the executives cannot also listen, they lose their sense of the concerns of the employees, who may become increasingly dissatisfied over time. In addition, the probability of making wrong decisions increases because feedback is not properly taken into account or hasty conclusions are drawn.
# 5 Obligation to control
“If it is to be done right, then you have to do it yourself.” A boss who thinks this way has already lost. Good leaders know how to properly delegate. Distributing tasks only to ultimately control everything down to the last detail or even to do it again without feedback demotivates the team. This so-called “micromanagement” signals a lack of trust in the competence of the employees.